Over the past 40 years considerable research has been conducted on person-job (P-J) fit/misfit at work. P-J fit has been commonly defined as the degree to which the individual's needs, qualities, and innovative tendencies, etc. match the demands and opportunities presented by the job context and/or the environment. This idea of P-J is provoking a growing interest and research in the area of organizational behaviour, including R&D management and the management of information personnel (Kristof-Brown, Zimmerman & Johnson, 2005; Schneider, 2001). The purpose of this paper is to present the theoretical framework used for the development of the assessment tool to be used for testing the P-J fit/misfit between a person's innovative style and the degree to which that innovative style is required in the job.

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